Developing Leadership Skills Aligned on Strategy (S)

Hank Head, SPHR - Dow Agro Sciences

Constructing a leadership development curriculum aligned on the strategic needs of your company is only the beginning. Following this review of an ongoing case study of the establishment of the leadership learning and development curriculum in support of a major corporate change initiative you will understand how to design, develop and implement a sustainable leadership development program for your organization. The presenter will share the critical elements of training, coaching, mentoring and experiential learning as well as the metrics and measures that support them which combine to sustain the development of leaders’ skills linked directly to strategic success of the organization.

Getting It Right - Why Wellness Fails Over Time (S)

Karl Ahlrichs, Gregory & Appel

Medical benefits are being tested, both with higher medical claim costs and with the coming influence of the PPACA. Properly done, wellness can be an answer. The challenge with many wellness plans is that they lose momentum over time, and seldom reach beyond the employee to the entire family group. To do it right, a complex mix of motivators, strategies and communications must be applied.

In this fast-moving presentation, we will first review some sincere but not sustainable wellness efforts, and review why many well-intentioned plans often fail, and why the metrics used to measure wellness are often viewed suspiciously by CFOs and CEOs.

Use and Abuse of Background Screening Data: Avoiding Landmines to Get to the Right Hire

William Barada - Barada Associates, Inc.

Use and Abuse of Background Screening Data: Avoiding Landmines to Get to the Right Hire. We will provide information that will assist you with EEOC compliance (e.g. the use of credit reports and passing the “is this check relevant” test), FCRA compliance (e.g. how/when to use consent forms, dispute resolution and why adverse action letters are important) and discuss pitfalls that may occur mid-process and how to manage them.

The Evolution of Performance Management - Purdue's Division of Housing & Food Services

Dave Jones - Purdue University and Amy Boyle - Purdue University

In early 2008, Purdue’s Division of Housing and Food Services was contending with an ad hoc inefficient employee performance management process. Performance appraisals were conducted on paper, creating an administrative burden for human resources, managers and employees alike. But the bigger problem was the inconsistency in the process and a lack of strong competency management. In taking the first steps to bring the performance management process online that same year, the department was able to first automate and relieve the administrative headache. This has since then taken the organization on a journey that has evolved the process into what is now a strong competency based framework.

Compensation and Benefit Trends: What a Year!

Compensation and Benefit Professionals of Indiana

Join us for an interactive panel discussion with your peers on the ever-changing compensation and benefits arena. You’ll hear how they are influencing change in these unprecedented times, how they have survived, , their successes and failures and what they see for the future. Bring your questions and hear from others who are in the thick of addressing issues that are on all of our minds. Participants will have an opportunity to ask questions and hear real examples of how some of the challenges have been met. We will also share the results of an adhoc survey of local employers regarding compensation budgets.

Social Networking in the Workplace: Can We Chat?

Gerald Lutkus, Partner - Barnes & Thornburg LLP

Social networking, from Facebook and LinkedIn to eBay and eHarmony.com, have invaded our workplaces affecting worker productivity, marketing, confidentiality of information, insider trading and labor relations. The NLRB has taken action in its noteworthy "Facebook case." Should you - can you -- restrict social networking? Let's chat.

Workforce Strategies for the New Economy (S)

Bill O'Donnell, Director of Graduate Programs, and Ron Thomas, Butler University

Faculty and staff at the Butler University College of Business have spent considerable time documenting the similarities between high performing organizations and the high performing Butler basketball team. Team based principles going back to legendary coach Tony Hinkle can be found in many successful organizations of all types and styles. You just need to know how to look and how to promote them throughout the organization. We will help you organize that search.

Making Sense of Social Media as a Tool for HR Professionals (S)

Curtis Midkiff - Manager, PR and Social Media Relations at SHRM National

What is social media? How do I use it to become a more effective HR professional? To tweet or not to tweet? This informative workshop addresses these and other key questions on the minds of HR professionals. The workshop will provide an introduction to social media and an overview of the various tools being widely used, while providing advice on how HR professionals can take the lead in the strategic use of social media at their organizations.

Driving Strategic Value: Reinventing Your HR Function (S)

Michael Simpson - Development Institute at ADP and Stephanie Norton, SPHR - Relationship Manager at ADP

HR professionals are challenged to create shareholder value with increasingly limited resources. This hands-on and practical seminar will provide a roadmap and best practices for you to do more with less. You will evaluate your HR offerings and develop a customized strategy and action plan to reinvent your ability to drive strategic outcomes.

Using Assessments for Employee Selection and Development

Jocelyn Courtney-Hays - pan-a TALX Company

Assessments can enhance employee selection processes leading to improved quality of hire, efficient applicant pool management, and decreased counterproductive behaviors and turnover. Assessments can also support employee development and succession planning by providing information about a person’s strengths and development opportunities. Along with these benefits, HR professionals must be aware of the risks associated with assessments. Conducting thorough analyses, selecting appropriate assessments and implementing assessments in a systematic manner are essential to ensure a significant return on your assessment investment.

Applied Strategic Thinking (S)

Cindy Allen-Stuckey - Making Performance Matter, LLC

If they are to succeed in today’s rapidly changing business environment, leaders and individual contributors alike need a broad perspective and an acute awareness of the world in which their business operates. And yet, many people fail to prepare for the long term because they are preoccupied with day-to-day tactics. The future is full of opportunities, but seeing those opportunities come to life requires strategic thinkers to capitalize on the potential, create a competitive edge, and deliver business results.

Building a WOW! Recognition Culture

Mike Byam - Terryberry Company

Building a WOW! Recognition Culture is a fast-paced, fun, and informative seminar that equips HR professionals and business leaders with an understanding of how to keep employees engaged and motivated through effective recognition. Developing a culture of recognition, in which employees are genuinely acknowledged for their contributions is an important means to maintain productivity, profitability, and retention of key employees. Attendees will take away real-world examples and practical solutions for implementing or enhancing a recognition initiative.

Legal Update

Kenneth Yerkes, Partner - Barnes & Thornburg LLP

It's one thing to know the "law"; it's another to know what it means in order for you and your organization to manage risk on a daily basis. Ken will focus on the most important legal developments in 2010-11 and highlight strategies on how you can manage around the pitfalls. Come join Ken as he shares his strategic roadmap with our members.

Investigate, Don't Retaliate! Proper Handling of Employee Complaints

Germaine Willett, JD and Paul C. Sweeney - Ice Miller LLP

Employee complaints run the gamut from simple personality conflicts to serious allegations of harassment, discrimination, bullying, whistle-blowing, or retaliation. Having a sound procedure in place for investigation of complaints positions employers to avoid or defend future employment-related litigation. This session will cover proper handling of investigations and expand attendees' understanding of the importance of handling investigations in a consistent, comprehensive, and objective manner.

The Six Business "Megatrends" HR Needs to Watch (S)

Zach Thomas, Ultimate Software

Success as an HR leader requires you be ready for the newest business and technology trends. No department, business unit, or core service area of the company can ignore major shifts in technology or business dynamics and expect to remain competitive. Are you prepared for major shifts in business process due to major shifts in technology? This presentation will help prepare human resources professionals to be even more valuable strategic contributors to their companies by addressing the six most pressing “HR Megatrends” HR needs to watch – including cloud computing, light-speed human capital management innovation, globalization, talent management, virtual workforces and social networking as applied to human resources.

Lessons Learned from Lengthy Litigation (S)

Michael W. Padgett, Attorney at Law - Jackson Lewis LLP

Case studies of litigation filed by employees and former employees and the lessons that we can draw from them.  The program will include a discussion of termination, harassment, and other court cases filed against employers led by an employer attorney and the practical tips we can take away from those cases.

WellPoint Succession Planning: an Integrated Approach to Talent Management

Terry Halloway - Wellpoint

Learn how a Fortune 35 company utilizes strategic succession planning as a significant lever in driving business success. WellPoint evolved their talent management strategy from well performing individual units to an aligned team unified with purpose around WellPoint’s mission. Participants will learn how to build an effective plan to source, recruit, engage, develop, and retain top talent balanced with a well integrated plan of improving diversity in all levels of management.

Resetting Leadership Competencies: Facts, Fiction, Myths & Reality

Myron Kanning - Indiana University Kelley School of Business

Markets and competitors are changing. A new economic order is evolving. The past competitive business environment is gone forever. Businesses must reset their competitive model for a new challenging future of fast paced changes and innovation. HR’s most crucial reset is to create a new effective new leadership model for future success. What skills will drive higher future success? Learn the 10 research backed skills for sustaining long term competitive success.

Healty People, Healthy Bottom Line

Rod Reasen - Healthiest Employer, LLC

Wellness is not new in the workplace but it’s effectiveness is being challenged. If you offer a wellness program and are looking to improve or just considering starting a program this conference is for you. We will layout trends in wellness program across Indiana, nationally and by industry. Come hear how Indiana organizations compare and where there are significant opportunities to lead.

Don’t Even Think About It! Avoiding Retaliation Claims

Michael Terrell, Esq. - Taft Stettinius & Hollister LLP

After a complaint of discrimination is made, management is always faced with the challenge of continuing to demand performance out of the complaining employee without at the same time engaging, or appearing to engage, in unlawful retaliation. Unlawful retaliation claims are on the rise and can lead to time-consuming and costly litigation. Employers must therefore train their managers and supervisors to identify what constitutes unlawful retaliation in the workplace. With proper training, employers can greatly reduce their risk of unlawful retaliation claims.

Don't Just Tell Me The Law -- Help Me Decide What To Do

Hud Pfeiffer, Partner - Baker & Daniels

Most lawyers address only one area of the law at a time -- but most HR situations involve multiple laws. Working directly with the audience in this interactive, informative and entertaining session, Hud uses his 28 years of experience to address “real life” scenarios from multiple legal angles. The result? Attendees will gain a strategic understanding of legal issues, develop comfort in reacting to multiple concurrent issues and learn practical answers for complex situations.

Leadership GPS - Goals, People, Systems (S)

Seth Davies - Competitive Solutions, Inc.

What is your organizational direction? Are you ready to emphasize growth over survival? Are you ready to demonstrate to your organizational leaders that they are vital and valuable? Are you ready to re-calibrate your organizational GPS? In this interactive presentation, participants will receive a lively overview of the four key elements necessary to create and sustain a high performance mentality and process throughout any organization. The presenter will focus strongly on the role of organizational leadership to create, emulate, communicate and reinforce the non-negotiable strategies necessary to sustain business success. This presentation will look at the real-world business challenges facing organizations today, as well as give participants a specific implementation methodology to begin practicing upon immediate return to the workplace.

Workforce Engagement Strategies: Proven Results (S)

John Gause - Apex Benefits Group, Inc.; Natalie Roberts - Monarch Beverage Company; and Edward Isakson - Archdiocese of Indianapolis

This session will present cutting-edge workforce engagement strategies that will add value to your organization and increase employee engagement. We will also discuss proven techniques that offer long term benefits for employee health and productivity while reducing costs. The goal is to provide attendees tactical implementation processes designed to promote creative and innovative clinical benefit solutions. You will hear how two large employers implemented creative and innovative techniques by engaging their workforce populations, creating benefit transparency and reducing costs.

Using Social Media in HR: Attract, Recruit & Engage Talent!

Jennifer McClure, CSC - Unbridled Talent, LLC

Social Media is constantly being touted as the “next big thing” in organizations. So why is HR is often lagging in getting on board? Potential concerns include violations of employment laws, security breaches and lost productivity. In this session, we’ll address how successful HR pros are using social media to develop professionally and grow their careers – without breaking rules – and we’ll review examples of companies that are using social media to positively impact the critical talent strategies within their organizations.

Developing Employees Through Mentoring

Andrea Moore - FlashPoint HR

To provide employees with development opportunities, an increasing number of organizations are turning to mentoring programs. Because it often utilizes internal talents and resources, a mentoring program can be a cost-effective way to improve employee performance. In this session we’ll explore the concepts behind mentoring, look at best practices for building and incorporating mentoring programs into the workplace (as well as lessons learned), and discuss how you can use a mentoring program to get the most out of your employees.

Health Care Reform and Its Impact on Worksite Wellness

Jamie Curts and Sally Stephens - Spectrum Health Systems

Understanding health care reform can be overwhelming. During this session you will learn how health care reform supports worksite wellness programs through incentives and how to design your wellness program within the guidelines of the ADA and GINA.

At Will No More: We're ALL Protected Now

Michael Tooley and Paul Sinclair, Partner - Ice Miller LLP

Federal courts, agencies and Congress have declared war on employment at will by creating a host of new employee characteristics, activities and relationships protected under federal law. Part I of this session will discuss the changes in federal law employers should be aware of limiting their flexibility in managing their workforce. Part II will identify actions 21st century employers should take to ensure that employees at will do not become "plaintiffs at will," including improvements to their disciplinary, evaluation and communication programs.

The Process and Practice of Collective Bargaining (S)

Michael Boldt and Ryan Poor - Ice Miller LLP

Preparing for and Conducting Collective Bargaining Questions to be addressed: Why is collective bargaining different from other negotiations? What is a BATNA, and should you know yours? Should the boss be at the table? What information is critical to success, and why? What is a scrivener and why is it important? Should you focus on drafting language or probing issues?

HR's Role in Securing Commitment to Organizational Change (S)

Robert Sloyan, SPHR, GPHR and PhD - Apogee Enterprises - Tru Vue

The brutal fact is that about 70% of all change initiatives fail (Beer & Nohria, 2000). While there are many reasons, one often overlooked factor is the waning commitment of the individuals within the organization. In a recent study, I measured individuals’ acceptance of a large-scale organizational change. This session will focus on how individuals make the decision to support change and what organizations can do at the macro-level of the organization to influence individual acceptance of organizational change.

Leading Successful Culture Change on a $0 Budget (S)

Nancy Ahlrichs - United Way of Central Indiana

If you need to lower turnover, increase engagement, and create a great place to work, come hear the United Way case study and receive tools and a roadmap. In three years, the culture changed from 43% to 95% of employees willing to refer qualified job applicants and turnover plummeted to 13% from 26%. HR can lead change and support strategic goals!

Hunker Down or Buckle Up?

April Gillespie - NAS Recruitment Communications

What do Microsoft, FedEx, Wikipedia and Hyatt Hotels all have in common? Each of these companies emerged and later become category leaders out of the wake of a recession. In light of the economic slowdown, hiring freezes and layoffs, progressive organizations are capitalizing on these times to position themselves as their A-level candidate's #1 choice. Those who take the leap of faith, invest in their employment brand and offer a robust and engaging candidate experience will be the rising stars as the dust begins to settle.

Coaching Skills Knowledge for Managers to Accelerate Growth

Bud Roth, Professional Coach Certification - Roth Consulting Group, LLC

Manager, Coach Right Now shows the trend of coaching for business leaders. Coaching will become a driver of performance feedback systems in the future. Leaders will need to create coaching cultures. I will present research supporting these claims. As HR professionals, consultants, or coaches, we will increase our knowledge for creating a coaching culture.

Strategic Savings Through Health Plan Audits

John Webb - HMS Employer Solutions

This presentation provides attendees the knowledge and understanding to begin utilizing cost containment strategies on any organization's health plan. Speaker, John Webb will provide insight on dependent eligibility, claim audits, and ongoing services that will reduce costs for their organization and its plan participants without erosion in employee benefits. Mr. Webb will also explain how to continue cost savings by utilizing Health Care Reform initiatives.

U.S. Immigration in Today's Economy

Jennifer Brown, JD - Ice Miller LLP and Susan Hofer, VP of Human Resources and Corporate Communications - Redcats USA

This session will provide a thorough overview of hot topics and strategic considerations when analyzing appropriate immigration strategies for both short and long-term assignments. Specifically, this session will cover new requirements and changes in adjudication impacting H-1B and L-1 visa categories; maximizing opportunities under B-1 visitor and J-1 trainee categories; avoiding and successfully managing DOL PERM audits; key considerations with respect to use of outside counsel, payment of fees, length of process and developing immigration policy.

The "Obama" Board - Change is HERE!

Keith White, Partner - Barnes & Thornburg LLP

The "Obama" Board - or the National Labor Relations Board - is the most activist, pro-labor board since the 1970s. Union and non-union employers need to be aware that, through decision-making and regulatory changes, big labor's agenda will likely prevail, even though EFCA failed. Hear about recent decisions and what they can mean for your workforce.